Many employers today face significant challenges when it comes to finding and retaining talent. There is a growing population of retirees, and an up and coming younger workforce with different attitudes about work. In today's global economy, job opportunities can be rather ubiquitous too. It's not good for any company when they spend massive resources recruiting, hiring, and training replacements, all so they can leave in a year. With such a competitive market for talent and the lack of employee loyalty, how do companies succeed in attracting and retaining the best workers to fit their company?
             One thing a firm can do, create an effective and efficient branding campaign. Employee branding is a term that has emerged via the high rate of employee turnover. It's one way a company can promote both within and outside what makes it different and desirable. With the intent of creating an employee-brand connection, and helping current employees and potential employees internalize the company goals, values, environment, and what makes them unique. Employee branding entails three basic steps.
             First, develop a value proposition which best personifies the brand. It represents a central message and its important this message truly represents what this firm offers its employees.Next, you must market this value proposition externally to attract the talent. Recruiting agencies, placement counselors, colleges, wherever the talent is, get the message to them. It's critical to retain all valuable workers and that's where the third aspect of employee branding comes in. Internal marketing carries that message and the promises within it to those recruited.
             Employee branding is centered on the premise that human capital brings value to the firm. Through employee investment, their performance and ultimately company performance will be heightened. It comes down to what a firm can offer, and it goes beyond just a paycheck. T...